Grief Counseling and Process Intervention Essay Example

Grief Counseling and Process Intervention Essay Example Grief Counseling and Process Intervention Essay Grief Counseling and Process Intervention Essay Abstraction Grief comes in different signifiers and affects each individual otherwise. Webster’s dictionary describes heartache as deep unhappiness caused particularly by someone’s decease. a cause of deep unhappiness. and problem or annoyance . Grief is associated with loss ; loss of people. topographic point. or thing. It is a cosmopolitan experience that happens to all life. In multicultural reding a counsellor should be able to efficaciously handle and cover with the issues of heartache. as they relate to frogmans groups. The boundaries between normal and complicated heartache is a procedure. The factors of cultural. societal and spiritual influence. besides influences the heartache and the degree of anxiousness that is raised due to that heartache. Different people behave otherwise on the same kind of loss. and this makes it of import to understand the impact which the loss has on the individual. This diverseness warrants further research on the subject of heartache guidance and procedure intercessions which have to be chosen in different fortunes with different people. : Grief Counseling and Process Intervention Grief is a common world of everyone’s life and about all have to travel through a stage where the loss is excessively large to manage. Altmaier ( 2011 ) states that. the strength of anxiousness. emphasis and heartache from a loss depends on the intimacy and importance of that lost thing in the life of the individual. Many research workers ( Ober. et Al. . 2012 ; Howarth. 2011 ; Breen. 2011 ) have highlighted that decease is one of the typical signifiers of complex loss that most people experienced at least one time in their lives. The mourning of loss of life can be far more annihilating to an individual’s behaviour and societal operation than any other type of losingss. Such mourning is common in all civilizations and there can rarely be a individual who is non disturbed about the loss of a loved one ( Howarth. 2011 ) . However. the societal withdrawal and the degree of anxiousness and depression after the loss can change from civilization to civilization. intimacy of relation with the asleep 1. and the nature of the individual. For this ground group counsellors have to analyze and understand the nature and degree of heartache in order to utilize the correct scheme and procedure intercession for grief recovery ( Altmaier. 2011 ) . Discussion The term best practices’ has been used in relation with group reding to analyse the patterns that are largely applicable with people in heartache ( Kato A ; Mann. 2009 ) . However. several research workers ( Baier A ; Buechsel. 2012 ; Ober. 2011 ) have canceled out this term and claimed that each instance would stand different and alone from the other. Because of this. generalising the heartache reding procedure and intercession can be unsuccessful. Understanding the varied province of head and heartache symptoms of choler. depression. solitariness. anxiousness and other symptoms are necessary for group guidance ( Baier A ; Buechsel. 2012 ) . The Impact of Loss and Bereavement The research of Sussman ( 2011 ) founds that the heartache and mourning after a loss has different impacts on males. females and kids. It has been discovered that work forces cope with a loss and their province of depression more rapidly than adult females and kids. The beginning of this fact can be related to the natural features and the sensitiveness of each person. which is greater in adult females and kids than in work forces. Stroebe. et Al. . ( 2009 ) separated the impact of loss into three stages and has illustrated that every person that has experienced a loss will travel through these three stages. The first stage is the blink of an eye daze where the individual is in a mid-state of accepting the loss. Many people take a long clip to accept the fact that a certain loss has occurred ( Stroebe. Stroebe. A ; Hansson. 2009 ) . This has been a common position in the instances of deceases of loved 1s. peculiarly with females and immature kids. This phase has the first reactions of mourning. shouting. protesting. demoing choler and defeat aloud and non welcoming the happening of the loss ( Howarth. 2011 ) . In the 2nd stage the loss is accepted mentally. but there remains the after effects of the loss. in the signifier of societal damage and withdrawal of the individual from the societal group and/or preferring to be entirely ( Stroebe. Stroebe. A ; Hansson. 2009 ) . This is the stage where the counsellors needs to acquire involved and detect the symptoms of the individual and the continuance of the loss event to cognize the technique and construction that needs to be used in such a state of affairs Higgins ( 2009 ) . The 3rd stage of credence. is on in which the individual accepts the loss and develops the belief that nil can alter the world and life has to travel on ( Stroebe. Stroebe. A ; Hansson. 1999 ) . Allumbach A ; Hoyt ( 2009 ) focuses the fact that heartache guidance should non be stopped early in this stage. as there are opportunities that the patient could return to the 2nd stage once more ( Allumbach A ; Hoyt. 2009 ) . The construct of cognitive therapy is introduced to be certain that the complete dealing of the individual in heartache takes topographic point from the 2nd stage of emotional hurt and hurting to the 3rd stage of retrieving and traveling on with the life by stamp downing the memories of the loss individual or thing ( Altmaier. 2011 ) . A complex position of the grief loss is in the context of immature kids. Malkinson ( 2010 ) underlines the cognitive learning process of worlds and explains that kids from age two- five do non hold a solid apprehension of loss or decease ( Malkinson. 2010 ) . They carry likelihood that whatever is gone will return back one twenty-four hours. This is typical in the instance of their asleep pets. siblings or parents. As they go into adolescence they develop a better apprehension of decease and that the departed will non return. A loss of loved one at this phase can be really ambitious because the kid is already covering with the inquiries of self-identity and life-direction. This type of loss can barricade the mentality. behaviour and believing capableness of the kid Higgins ( 2009 ) . Procedure. Intervention. and Structure Several theoreticians have addressed the fact that after a loss people normally feel lonely and prefer to be entirely as they can non make full the infinite made by the loss object or individual ( Watson A ; West 2006 ) . A individual being bankrupted and losing all his life nest eggs in a flash has a high opportunity of acquiring isolated from the society and stoping up as a depression patient or with physical upsets like encephalon tumour. high blood force per unit area or other upsets that happen due to emphasize and tenseness ( Watson A ; West 2006 ) . If a healer is consulted in such a scenario so the first thing to make is to understand beliefs and speculations which the individual is transporting sing the loss. They may believe that people will do merriment of them or they will lose their societal position. They besides may believe that they will non be able to take attention of their household and kids etc. These are the ideas that the individual develops in the 2nd stage of loss. They can go mentally and emotionally weak. non able to look at the brighter side of the scenario or what is left ( Baier A ; Buechsel. 2012 ) . In the Task-Oriented Approach forwarded by Doel ( 2006 ) . Eaton A ; Roberts ( 2002 ) shows that the mechanism of motor public presentation of each single agony from losingss processed and structured with a technique to do the individual believe that the strength and degree of loss is non every bit large as it is perceived by the individual. In his survey Doel ( 2006 ) defines the pattern of utilizing voluntaries who can organize group with the individual to be treated and the voluntaries. They will move if they have non had a much greater loss and can portion how they have coped with it. This has proved to be a good scheme if conducted in a proper manner and set uping that the events described by other are similar in nature but unique from one another ( Eaton A ; R oberts. 2002 ) . The 2nd undertaking is of assisting the individual to wipe out the old memories related to that individual. concern or any other object. The motive here is non to divide the individual from the loss. but to decrease the heartache and mourning that is closely associated to the memories of the loss ( Eaton A ; Roberts. 2002 ) . The undertaking oriented intercession for heartache guidance shows great restrictions when it is implied for the grief therapy of parents who have lost their immature kids in an accident or been killed. Such instances were abundant after the annihilating event of 9/11 and a batch of parents showed small or no recovery by the usage of undertaking oriented procedure and stayed in their province of depression and emotional hurting. Brown ( 2006 ) has forwarded the Cognitive Behavioral Therapy ( CBT ) Model for the heartache guidance of people in complicated mourning like those who have experienced sudden decease of a loved one. peculiarly their kids. The land of this intercession is due to the difference between the rational and the irrational thought of the hard-pressed people. Irrational thought makes them comprehend their lives to be unbearable without the being of the asleep 1 ( Brown. 2006 ) . In the CBT procedure. close bonds are developed with such people and they are given the opportunity to show the consequence of such a loss on their present and future. This given. normally based on irrational thought. is foremost replicated by other irrational support ( Malkinson. 2010 ) . For illustration. if a female parent has lost her kid so she is made to believe that her kid will be remembered as the 1 who sacrificed his/her life and he/she would hold attained a higher province in the Eden. The analogue of the irrational thought with other irrational belief was carried out in the survey of Cigno ( 2006 ) on Cognitive-behavioral practice’ with 18 female parents and 11 male parents whom kids became victim of the street offenses or terrorist activities. Cigno found out that 72. 4 % of the parents in this research showed marks of betterment and were able to come in the 2nd stage of loss heartache to the 3rd stage. At this phase. activities of societal battle and undertaking oriented attack can be available to guarantee maximal grief recovery of those people ( Cigno. 2006 ) . The Complicated Grief Intervention Model ( CGIM ) To authorise the counsellors and the societal workers in handling complicated heartache. there is a demand of a theoretical account that can specify the attack and program of counsellors when they are covering with a bereaved individual ( Morris. 2006 ) . The heartache of loss of the loved 1. a major concern ruin or other losingss which have a great impact on the mentality of one’s life can be included in complicated heartache. The counsellor assesses the demand and the present status of the bereft one in the first measure of the theoretical account. This is non limited to the emotional province. but besides to the practical side ; the work and household duties of the bereft 1 that are affected by the temperament of the individual. These things can be assessed by utilizing the narrative technique and inquiring the people about their narratives related to the lost individual or object. A secondary appraisal is besides suggested where the friends or household members of the bereft one are interviewed to cognize the extent of heartache ( Altmaier. 2011 ) . When the counsellor prescribes activities or medical specialties to the bereaved individual this is the 2nd phase is of intercession. It has been a common observation by many research workers ( Watson A ; West. 2006 ; Silversides. 2011 ; Morris ( 2006 ) that counsellors are non result-oriented in their intercession. Silversides ( 2011 ) discusses that many counsellors do non be after the result of the activity and they do non on a regular basis measure the success of the activity. Because of this pattern the recovery is impermanent. There have been instances reported to hold developed the same province of depression and heartache after the therapy was over ( Silversides. 2011 ) . For case. if a avocation is suggested to the bereaved individual to exercising. some of the inquiries that need to be answered are: what will be the continuance of the exercising? What terminal consequences it will convey or be given to convey? How will it assist the bereft individual to retroflex the negative irrational thought with positive irrational thought? What will be the effects of the exercising after it is discontinued for more than 6 months? What will be the attack if the individual develops the same province of head once more? Answering these inquiries prior to get downing the intercession scheme will raise the chance of accomplishing coveted consequences over the awaited clip ( Drenth. Herbst. A ; Strydom. 2010 ) . It is apparent that some portion of the therapy. like reding Sessionss and workshops can non last everlastingly and they need to be stopped after some period. while few of the everyday activities can be carried on for a much longer period as the individual wants to. It is necessary for the societal worker or counsellor to understand the significance of the activities and which are for finite period. and analyze if there would be a demand to protract. modify or replace it with another activity as per the demand of the individual ( Johnsen. Dyregrov. A ; Dyregrov. 2012 ) . It is both natural and scriptural to sorrow. The world is that no affair how happy those who have gone are. and how much they gain by the move. the loss is suffered. and seeking to populate in denial of this world is non epic but undermining in to societal or spiritual force per unit area that is non of God. There is much grounds that those who confront their interior hurting head-on. heal quickest. Inner hurting will bit by bit withdraw when we face it. but it will maintain stalking us if we run from it. Surely he hath borne our heartaches. and carried our sorrows: yet we did respect him stricken. smitten of God. and stricken. But he was wounded for our evildoings. he was bruised for our wickednesss: the castigation of our peace was upon him ; and with his chevrons we are healed. All we like sheep have gone astray ; we have turned everyone to his ain manner ; and the LORD hath laid on him the wickedness of us all ( Isaiah 53:4-6. KJV ) . Decision Grief is a natural occurring and about every homo goes through this phenomenon at some point of clip in his or her life. The extent of heartache is dependent on factors of intimacy with the lost individual or thing and the rational and irrational thought that the individual has developed after the loss. The province of complex heartache or mourning occurs largely in the instance of losing the love 1s and come ining into the province of solitariness. choler and depression. The grade of these symptoms is more marked in adolescent agers and adult females. It is for this ground that counsellors have to understand the nature and extent of the heartache and the irrational thought that have been developed as a consequence to order a therapy or activity that best suits the demand of the bereft one. Mentions Allumbach. L. . A ; Hoyt. W. ( 2009 ) . Effectiveness of grief therapy: A meta-analysis. Journal of Counseling Psychology. 46. 370–380. Altmaier. E. ( 2011 ) . Best Practices in Counselling Grief and Loss: Finding Benefit From Trauma. Journal of Mental Health Counseling. 33 ( 1 ) . 33-47. Baier. M. . A ; Buechsel. R. ( 2012 ) . A theoretical account to assist bereaved persons understand the heartache procedure. Mental Health Practice. 16 ( 1 ) . 28-32. Breen. L. ( 2011 ) . Professionals’ experiences of heartache guidance: deductions for bridging the spread between research and pattern. Omega. 62 ( 3 ) . pp. 285-303. Brown. H. C. . 2006. Counseling’ . in R. Adams. L. Dominelli A ; M. Payne ( explosive detection systems. ) . Social work. Subjects. issues and critical arguments. pp. 139–148. Palgrave. London. Cigno. K. . 2006. Cognitive-behavioral practice’ . in R. Adams. L. Dominelli A ; M. Payne ( explosive detection systems. ) . Social work. Sub jects. issues and critical arguments. pp. 180–190. Palgrave. London. Doel. M. . 2006. Task-Centered work’ . in R. Adams. L. Dominelli A ; M. Payne ( explosive detection systems. ) . Social work. Subjects. issues and critical arguments. pp. 191–199. Palgrave. London. Drenth. C. . Herbst. A. . A ; Strydom. S. ( 2010 ) . A complicated heartache intercession theoretical account. Journal of interdisciplinary Health scientific disciplines. 10 ( 1 ) . 97-109. Eaton. Y. M. A ; Roberts. A. R. . 2002. Frontline crisis intercession: Bit-by-bit pattern guidelines with instance applications’ . in A. R. Roberts A ; G. J. Greene ( explosive detection systems. ) . Social workers’ desk mention. pp. 89–96. University Press. Oxford. Higgins. P. C. ( 2009 ) . Grief Counseling and Grief Therapy: A Handbook for the Mental Health Practitioner. Fourth Edition. Journal of Palliative Medicine. 12 ( 7 ) . 653-654. doi:10. 1089/jpm. 2009. 9590 Holland. J. M. . Neim eyer. R. A. . Boelen. P. A. . A ; Prigerson. H. G. ( 2009 ) . The implicit in construction of heartache: A taxometric probe of drawn-out and normal reactions to loss. Journal of Psychopathology and Behavioral Assessment. 31 ( 3 ) . 190-201. Department of the Interior: hypertext transfer protocol: //dx. Department of the Interior. org/10. 1007/s10862-008-9113-1 Howarth. R. A. ( 2011 ) . Concepts and contentions in heartache and loss. Journal of Mental Health Counseling. 33 ( 1 ) . 4-10. Retrieved from Johnsen. I. . Dyregrov. A. . A ; Dyregrov. K. ( 2012 ) . Participants with drawn-out heartache – how do they profit from heartache group engagement. Omega. 65 ( 2 ) . pp. 87-105. Kato. P. . A ; Mann. T. ( 2009 ) . A sysnthesis of psychological intercession for the bereaved. Clinical Psychology. 16. 275-296. Malkinson. R. ( 2010 ) . Cognitive-Behavioral Grief Therapy: The ABC Model of Rational-Emotion Behavior Therapy. Psychological Topics. 2. 289-305. Morris. T. . 2006. Social work research methods: four alternate paradigms. Sage Publications. Thousand Oaks. Ober. A. M. . Granello. D. H. . A ; Wheaton. J. E. ( 2012 ) . Grief guidance: An probe of counselors’ preparation. experience. and competences. Journal of Counseling and Development: JCD. 90 ( 2 ) . 150-159. Retrieved from Silversides. A. ( 2011 ) . When loss leads in new waies. Jane Simington portions hard-won lessons about mending. The Canadian Nurse. 107 ( 6 ) . 34-35. Stroebe. M. . Stroebe. W. . A ; Hansson. R. ( 1999 ) . Handbook of Bereavement: Theory. Research. and Intervention. New York: Imperativeness Syndicate.

Best Business Verbs

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Compare multiple stories Essay Example | Topics and Well Written Essays - 750 words

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Bonds and Interest Rates Essay Example | Topics and Well Written Essays - 500 words

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Recruitment in the workplace Essay Example for Free

Recruitment in the workplace Essay In this report, I am going to describe and explain the recruitment and selection process and the different stages that the business has to go through when filling a vacantly Recruitment is when an organisation identifies a vacancy and from the range of applicants that require a job, the organisation employ the best candidate from the application forms received to fill the vacancy in order for the business to run efficiently. Selection is when all the applicants are shortlisted and from them, the employer chosen the best candidate for the job role. The human resources (HR) department are required to work for the organisation by recruiting, training staff also motivating them to work hard in the business. If the employees are trained and recruited correctly, it would show that the business is successfully operating. There are also many other tasks the HR department do such as giving employees promotions and a wage/salary boost, annual appraisals and other employee benefits. Recruitment can be internal or external depending on the job role and the vacancy being filled. Internal recruitment is when an employee already within the business fills a vacancy rather than employing someone outside the business. The vacancy for internal recruitment can be advertised by putting up notice boards, on the intranet and it can also be discussed during staff meetings on who would be the best person to fill the vacancy. The advantages of recruiting internally in the business are that when performing an induction for them, it will not be as difficult because the employee would be familiar with the business workplace and surroundings also it is quicker and less expensive than recruiting someone externally because the amount of candidates is already been narrowed down to certain employees inside the business. The disadvantages if recruiting internally is that the person filling the vacancy from inside the business may not have all the required skills and qualifications to perform the job effectively and by recruiting someone externally offers a versatile range of skills, qualities, experience and qualifications. External recruitment is when someone from outside the business is employed to fill a vacancy. This is a more common approach when recruiting as there is a larger range of candidates that have different skills and abilities. There are many ways to recruit externally. Most businesses will advertise using media such as the internet, newspapers, company newsletters and magazines. Another way to recruit is to go to the job centre and tell them that the company has a vacancy and eventually there will be a range of different candidates with different levels of experience, qualifications and skills. The advantages of using external recruitment are that a wider audience can be reached which increases the chance that the business will be able to recruit the skills it needs also the disadvantages mentioned for internal recruitment are advantages of external recruitment. The disadvantages of external recruitment are firstly even if the new employee has all the experience and skills required for the job, he may not be able to adapt to the businesses system and therefore will take longer to familiarize with the workplace and the employees however with internal recruitment, you would not have this problem. During the recruitment process, candidates must go through seven different stages before a suitable candidate can be chosen and made an employee in the business. This applies to both internal and external recruitment. The seven stages are: 1) Identify a vacancy This is when the business makes it known that a job is available and currently vacant so this could be because an employee has either left the business and this could be for a number of different reasons for example One reason could be that they have had a disagreement and there has been conflict between them and the owner or manager or another reason could be because they have had a better offer from a different business and they are receiving a better wage or salary. Recruitment does not have to be permanent as female employees could be on a maternity leave or an employee could be sick for a long time so they will need someone to cover for them while they return to their job and in these cases, most businesses would internally recruit someone and the advantages of this are its quicker and causes less hassle. Human resources will need to formally agree with the department that is requiring an employee to fill the vacancy so a replacement can be searched for immediately. Since recruiting employees cost a large amount of money, the business will only hire employees if it is absolutely vital for their business to run efficiently as the money could be spent on other parts of the business such as paying off any bills or ordering stock. 2) Draw up a job description This is when the job is described in detail so firstly, the name of the job or job title. This is important because it gives a brief ideas of what the job involves e. g.if the job that is a marketing director, the candidates applying for the job will know what they are applying for just from the name. Marketing means to advertise the products and make sure the customers are aware of what products the business offers and persuade them to buy it. Some job titles may change over time such as in schools, the head teacher may chance to principal or head master to give a different feel to the job and possibly increase the prestige and responsibility of the job. Job description also includes employment conditions such as how much the employee will get paid and how many hours a work so for example a cashier could get i 5. 50 per hour so if they work 8 hours a week for 6 days then they will receive ai 264 a week. The employee will also need to know how much pay they will receive and that depends on whether the business pays an annual salary or wages every week. If the employee is temporarily working then they may receive the same pay as the employee they are covering for e. g. john is a cashier who earns i 7 an hour and he is off sick long term so an internal employee is recruited and will receive the same pay until john is healthy and fit enough to work again. The business will be looking to recruit someone that not only matches the job description but also has additional qualities which will make them be more conspicuous. Finally, the job description will include duties and responsibilities that are involved in the job and have to be performed on a daily basis so the applicants will understand how important the job is and how hard they will have to work. Job security is another element in the job description which will tell the employee how long they are being employed for because not all jobs are permanent as mentioned before, employers can just temporarily fill a vacancy and once that person returns to their job, the temporary employee will have to leave the job. The job description will also have a large variety of candidates all after the same job with different skills and traits. This is an example of a job description. It shows what the job is (which is a technical support engineer), the required skills but also useful and desirable extra skills which could be the difference to whether they are recruited or not and the qualifications and experience are required also. The desired skills mention what experience they have so has the candidate worked before and if so how long for, education is their school, college and university placements and what they have achieved in the time they have spent there also the work status is what type of job they like as there is part- time which is only a couple of hours so no more than 30 hours in a week. full-time work is over 30 hours a week and this shows that they may in the job for a long time and the befits of working full time are that the organization will provide you with annual leave, sick leave and health insurance also the hours they work are more flexible however, the most popular and more rewarding benefit is the fact that full time workers will get paid more money that part time workers because they are dedicating more time to the business. 3) Draw up a person specification This is when the employer entails the physical, mental and any other requirement requirements that a candidate needs in order to perform the tasks effectively and successfully such as training and experience e. g. if the business was to be a chauffeur, the person applying for the job would probably need a long driving career which would show that they have a lot of experience and also be able to drive under pressure and quickly. P000rofessional qualifications such as GCSEs and A-level qualifications such as GCEs will also be required to show they have a thorough understanding of the job and may make it easier for them to perform the job e. g. an accountant will need a range of different qualifications so the requirements may be that they will need a Degree, preferably in maths, accountancy, business studies, economics or finance. However, it is possible to become an accountant with lower school qualifications. Without A Levels it is possible to acquire the Chartered Institute of Management Accountants (CIMA) qualification, which is fully recognised in the trade. Office juniors can work up to accountant level, but you have to have GCSEs and preferably A Level to begin with. Qualifications show that the candidate has been studying in recent years and are prepared for them job they are going to apply for. Experience is also required in the person specification as it could be the different to whether a candidate is employed or not. Having a high level of experience in a certain field of work will show that the candidate is well trained and has the acquired skills for the job and also shows that they will require less training e. g. if the job being applied for was a cashier, someone who has already worked in other businesses undertaking the same job role will know what they are doing so they dont need a very detailed induction and require less training also they may be able to generate a higher income perform their tasks more efficiently. A candidate new to the field of work may find it more difficult to get the job will sufficient experience as they may have never done this job before however they me able to bring new ideas or if they have performed similar jobs then they can use that knowledge to perform the job as a cashier. Candidates must also have competence which is the ability of a person to perform tasks and take on certain responsible. The more competent a person is, the better they can perform their duties e. g.a business would rather have a more competent employee that can do their job to a high standard by producing quality output results such as high sales or revenue because it would prove more successful in the long run also having a incompetent employee would require the business to waste their time and money training them especially if they are young candidates who have possibly just finished their education or have finished a degree. The advantages of having a competent employee are that they are reliable for getting their task done efficiently and are resilient to their job. The disadvantage could be that since they may be extremely good at one job but if told to perform a different task they may struggle as it may not play to their strengths e. g. if the job was a reporter, and the employee was very competent in their job but then their manager asks them to illustrate their findings in a more abstract such as creating a presentation, this does not work well for them as they may be so accustomed to writing reports that they dont have a clue how to create a presentation and this is a disadvantage for competent employees as they dont offer that versatility. Essential skills will have to be met in order to get the job such as in a call centre, the person will definitely need fluent communication and also be responsive to customer calls. Essential skills are what an employee should have in order to complete the job and if they dont have the essential criteria then they may be rejected. They can also have personal or desirable skills such as being able to work a computer effectively so they can type up emails quickly rather than constantly calling or being able to co-operate in a team and possibly even lead a team to successfully complete a task or assignment. They are not absolutely necessary but will help them and make them look like a stronger candidate so they may be a possibility that they are shortlisted and interviewed. The criteria from the person specification are important when shortlisting the candidates as only the best will be put through to the interview stage and then finally accepted. This is an example of a person specification for film co-ordination and development. It shows what skills are compulsory or essential and what skills are optional or desirable and can help candidates when it comes to shortlisting as they are more likely to be chosen than a different person who has fewer additional skills. Candidates must be versatile and not just resilient for the job. The job shows that in the qualifications category they need a couple of A-level or equivalent qualifications but there are also desirable skills they could have such as GCSEs in the field of work possibly drama. It shows that the candidate must have a minimum of 2 years experience and be able to manage finances and use ICT well however they can also have desirable skills such as being able to manage and supervise staff. Personal aptitude and skills are general skills that a candidate should have or either picked up from past jobs and experience such as communication and teamwork skills. Disposition is something that would be useful to have and would possibly make their job more enjoyable. Any other requirements can be helpful as it would also make them a stronger candidate. 4) Advertise the Vacancy This is when the vacancy is publicised and the business try to get unemployed people to apply for the job. One way to advertise the job is to put it on a local newspaper as they are read by many business men and women so the business can receive a few applicants that are in need of a job and have scanned through a newspaper and found one. The advantages of this are that it will be read by a variety of people and hopefully attract more candidates. The job advertisement is written by the personnel department similarly when marketing a product. The presentation of the advertisement is important as the candidates will receive their first impressions from it and will judge whether it is good or not and also whether they would like to work for the business. On the advertisement it should include the description of the job and mention the main requirements, where the job is going to be located so the candidates know where they will work, how much salary they are expected to receive however it may not be the exact amount on the advertisement as it may vary, address and contact numbers if necessary and the company logo. The more detail that is put into the advertisement the better and more informative it will be however making the advertisement too long can make it look unprofessional. This is an example of a job advert for royal mail and as a job advert should, it includes all the important details such as the job title, company name, contact details and their salary. However it may not look very appealing. This advert is just to make sure that the general public is aware of the job and if anyone is interested and they meet the requirements then they may apply and possibly get shortlisted for an interview. 5) Shortlist the applicants when short listing, the applications that were most appealing and may be considered for the job are listed by the human resources department. It is drawn up by using criteria from the person specification such as qualifications and experience that the candidate has to see if it is enough for them to be able to handle the new job they are applying for also any other skills and attributes they have acquired through other job would be helpful for the candidates. The selection process will begin and the employer will be looking to fill the vacancy with the best candidate amongst the applications. They will then all be individually contacted so an interview can be arranged. The candidates can be informed in many different ways such as letters of initiation in which a brief document is sent to notify the candidates about whether they will be called up for an interview. The suitable candidates will be those who meet the exact criteria of the job description so for example if the job was to be a IT technician and the job description required them to have 5 years experience working in a ICT related firm and also the business may ask for certain qualifications such as a degree in computing and A-Levels in Maths and IT to a grade B standard. Those who meet these requirements will be shortlisted as suitable candidates because they meet the exact requirements or are slightly above these requirements however they are not guaranteed to get the job but have a good chance. There is then possible candidates which may meet some of the requirements such as they may have the qualifications but not enough experience which could then mean if they are employed, they will have to go thorough a comprehensive induction programme and be well trained by a more experienced technician and this could cost the business a lot of money but on the other hand they may have some characteristics that other candidates dont have such as they may be more able to speak multiple languages which could be helpful because the business may communicate with other countries on a regular basis with suppliers an customers. Finally those candidates who do not meet the requirements will be rejected and can no longer continue in the recruitment process. This can be down to a number of reasons with the most obvious being that they do not meet the requirements or they have provided false details. The job description and person specification must be used as the basis for short-listing. 6) Interview the applicants The interviewer must also be prepared when interviewing the candidates that have been shortlisted. They will need to come up with a set of questions to ask the candidates and this can either be done themselves or they can get a panel of from the human resources department to do interview. The questions that are set must be asked to all candidates in the same manner as it states in the equal opportunities requirements policy. Since this will be the first time that the employer and candidate meet face-to-face, they will need to make a good impression by greeting them with a warm welcome and shaking hands is a good way to start a mutual relationship with the employer since the interview may be appointed the vacancy. The interviewer or panel will have a list of criteria to see how the candidate compares to the requirements for the job. It is essential that the interviewers carry copies of the candidates application forms, curriculum vitae and to support this, a covering letter will be required. To get the best out the candidates being interviewed, they must be relaxed and be able to answer questions calmly and correctly so the interview knows everything they need to know about the candidate and their personality. Questions in the interview should be have a mixture of open and closed questions and will be predetermined and should be all-round such as asking about previous jobs or company such as: 1) What do you think of the last company you worked for? 2) Why did you join your previous company? 3) Did they live up to your expectations? 4) Why are you leaving now? 5) What did you earn in your last job? Also asking questions relating to the new job / company such as: 1) Why do you want this job? 2) What qualities do you think will be required for this job? 3) What can you contribute? 4) What interests you about our product (or service)? 5) What can we (the new company) A list of questions could be asked relating to the candidate such as: 1) How do you handle criticism? 2) How would you describe yourself? 3) How would others describe you? 4) Do you consider yourself successful? 5) What was your greatest success? Body language and posture is also important during an interview as candidates are not just judged on their communication skills. The interviewer and the candidate want it run as smoothly as possible and both should sit in the correct way such as having their feet firmly on the floor and using gestures with hands if necessary For it portrays that youve difficulties controlling your anxiety about the interview process if the candidate is not seated comfortably. Making good eye contact with the candidate being interviewed is very crucial. The feeling of not getting the interviewees attention can be frustrating and will give the wrong impression to the interviewer. When asked a question that the candidate finds difficult and requires time to think, it is not good to frown. Facing the question with a smile proves that youre composed at stressful situations. When closing the interview, the candidate should possibly raise any questions they have for the job role or about the business they will be working for however, there shouldnt be a long time spent asking questions as can get tedious. The interviewer should then politely thank the candidate for appearing and answering the questions they have been asked and hope they have a safe journey home. 7) Select and Appoint the Best Candidate this is the final stage of the recruitment process were candidates have been interviewed everything is taken into account and the interview is then evaluated. The employer will select the candidate that has been exceptional throughout the process and has been rated highly in all areas. The candidate will be contacted via a telephone call to notify them that they have got the job and then it is up to the candidate on whether they would like to fill the vacancy and if they accept, they will have to make a formal offer and if it goes according to plan, the candidate and the employer will meet formally to finalise the process of recruitment and formally agree on the job however, the employer will want references before the candidate takes on the job. This is known as the appointment stage. Once they have been contacted and recruited into the business, They are expected to start their new job however, if the chosen candidate should refuse the job then the business will require the second best candidate to step forward and they will be contacted immediately to inform them of what has happened and why the decision has changed. For the unfortunate candidates that have not got the job and have been rejected, the will be provided with feedback on why they have not been employed and how well their interview went.

Everyday Use by Alice Walker Essay -- Every Day Use Alice Walker

Everyday Use by Alice Walker In the story 'Everyday Use', by Alice Walker, the value of ones culture and heritage are defined as a part of life that should not be looked upon as history but as a living existence of the past. Walker writes of the conflict between two Black cultures. Dee and Maggie are sisters whom do not share the same ideals. Mama is torn between two children with different perspectives of what life truly means. In the story, Walker describes the trial and tribulations of one daughter whose whole life is tormented by fear, failure and weakness; while the other "has held life always in the palm of one hand"(61) and moves to a better lifestyle. The possessions of the past will ultimately change the relationships of the future. "Maggie will be nervous until after her sister goes: she will stand hopelessly in corners, homely and ashamed of the burn scars down her arms and legs, eying her sister with a mixture of envy and awe."(61) She is afraid of being weak and unable to project her happiness with the life she has chosen. Maggie attempts to remain quiet and reserved during the visit of her sister. The difference of their lifestyle interpretations is one of humble to extravagant. Unlike other young women, Maggie continues to live in an un-educated world where happiness is formed in the heart, not with possessions. Dee, (Wangero) is a self ? centered young woman who ?manages? to come for a visit. Unlike Maggie, she is not living her cu...

Case Study of Classroom Environment of Foreign and Local Students at Fiji Essay

The classroom environment is a major contributing factor that can either enhance or reduce student performance. Several studies by scholars have also recognised the important role played by classroom environment in learning and teaching. Hence the literature review will critically examine such important aspects of classroom environment that differentiate classrooms of foreign and local students of FNU Nadi campus. The factors which will be outlined are arranging the classroom space, the desk placement methods, the environmental preferences of students such as lighting and temperature and also some crucial factors such as overcrowding in classrooms and noise level. Arranging the classroom space: To begin with, the arrangement of the classroom furniture is one of the differentiating factors in classroom environments. Studies by Linda Shalaway state that the classrooms physical layout reflects a teacher and his/her learning style (Shalaway: 2011). Classroom space includes the arrangement of furniture, classroom decoration and even student placement/ seating arrangement. In Reggio Emilia a town located in the north of Italy, its educators stress on the importance of classroom environment and consider it to be ‘another teacher’ (Shalaway: 2011). While Rivlin and Rothenberg (1976) found that teachers do not seem to know how to arrange the furniture. Therefore it is important for a teacher to design his/her classroom in such a way that it is able to cater for all the students needs. One such way outlined by Sturt is that we can arouse students’ interest by having interesting wall displays and exciting objects around to make a comp lex environment. Although it is sad to note that classroom decoration is given the least concern especially at tertiary level and it’s high time that it is given more importance now. Desk placement methods: Moreover, the arrangement of desk is one of the common and most influential factors of classroom environment. Studies reveal that some teachers prefer to seat students in U shaped settings so that they can make eye contact with every student (Shalaway: 2011). Another research done by Holley & Steiner, (2005) revealed that seating arrangements that allowed class members to see everyone such as sitting in a circle contributed to the creation of a safe space. In respect to my research, the seating arrangement of foreign students’ classroom is generally in a U shape that facilitates ease of mobility and group interaction. While the classroom of local students at FNU Nadi Campus, has desk arranged in single and double rows that mostly cater for independent work. Contrary to that, in the research carried by Holley & Steiner (2005) students had stated that row-style seating was a characteristic of an unsafe classroom. Thus the desk placement should be such tha t it allows group interaction but at same time is able to cater for independent work as well. Environmental preference: Lighting Moving on, there are certain environmental preferences that affect classroom environment. One of them is the amount of light or lighting in classroom either its natural light (sunlight) or artificial- such as light bulbs. â€Å"Light is one of the elements of the immediate environment that affects some students’ ability to learn† (Burke & Burke-Samide: 2004: 236). The writer also states that those who preferred bright light performed better when tested in brightly lit classrooms. While students who preferred dim lights performed better in dimly lit atmosphere. Therefore it is wise to have ample light that best suits the need of everyone. In my research the classrooms of foreign students are normally lit by artificial lighting while classrooms of local students usually use natural lighting. This shows that lighting preference differs from classroom to classroom. Although, it is advisable for teachers to adjust the classroom lights accor ding to the students preferences to help facilitate learning. Temperature Likewise, temperature is another environmental preference that differs in classroom environment situations. Research on the environment element of temperature reveals that most students prefer a warm yet comfortable instructional climate (Burke & Burke-Samide: 2004: 236). While Pepler (1972) found that non- air conditioned schools in the summer produced a wider distribution of test scores (variance) compared with air-conditioned schools. This aligns with my research as the classrooms of foreign students have air condition to control temperature while the local students of FNU Nadi Campus bear the heat of the normal climate. Therefore, it’s likely that the temperature either extremely hot or cold can affect student performance and productivity. Overcrowded classrooms Furthermore, overcrowding in classrooms in general affects the classroom environment. As Baron & Rodin (1978) found that as class size increases, so does learned helplessness. Students in large classes have less opportunity for the teacher to give personal praise and thus it leads to learned helplessness. Therefore classrooms should be such that it is able to cater/accommodate the required number of students. In respect to my research, the classrooms of foreign students are just big enough to accommodate small groups of a maximum of 8 students while classrooms of local students which are large enough to accommodate 40 students at a time usually get overcrowded because of lack of big airy classrooms and tutors have to cater for over 80 students at a time in the same classroom. Hence classroom size should be large enough to cater for everyone’s needs. Noise Last but not the least; noise is one of those major elements that affect classroom environment. â€Å"Sound is an element of the environment that can affect academic achievement† (Opolot- Okurut: 2010: 267- 277). Studies conducted by Sturt (n.d), surveyed children in elementary schools that were beneath the flight path for Los Angeles International Airport and compared it with children in quieter classrooms. It was found that children in noisy schools had higher blood pressure and were more distractible compared to children in quieter classrooms. Likewise, Bronzaft and McCarthy (1975) studied children taught in classes on either side of a school. One side of the school faced a noisy railway track and it was found that 11% of teaching time was lost on the noisy side and reading ability was down compared to children on the other side. This suggests that noise indeed affects students’ ability to learn. With respect to my research, classrooms of foreign students are e nclosed hence there is very little chance of noise disturbance while classrooms of local students are fairy open hence a lot of noise gets generated within and outside of the classroom. To conclude, it can be said that certain environmental factors such as classroom space, desk placement methods, light and temperature preferences along with overcrowding and noise in classrooms affect the general harmony of the classroom environment. From the literature findings I can suggest that things such as decorating classrooms will help make students energetic and enthusiastic towards learning. Also desk should be arranged in such a manner that it propagates both individual and group discussions. Similarly, educators should be considerate of students’ preferences of light and temperature. While at the same time avoid overcrowding and noisy situations in class. Hence in the long run it will help educators to wisely spend their investments in upgrading facilities as they will be able to analyse the impact of different environmental features so that students, faculty and universities get the most benefit from the spending.

Related Literature of Computer Essay

Based on the previous research, the computer has also disadvantages aside from the fact that it provides the students information’s and other features. In that research they conclude many students spent more time playing rather than researching and doing other academic works. This is result to computer addiction. From these students, huge percentage of them is male. This shows that male students are more prone to be affected by computer disadvantages. The research goal is to inform the students about what computer can really do to them, how can it affects them and what it is that affects them. The researchers proved that the research made is really true and precise because they are also once addicted in using these so called computers (Justin Vista, Hienson Tan and Bryan Yaranon, 2009). Foreign Studies It is said in this article that computer nowadays has become an important household item. There are tools like spelling and grammar checker, thesaurus and dictionary installed in the computer that will be helpful for students in doing their assignments and researches. Thus, it will takes less time to make written documents and there is no need to open up the dictionary book to look for the meaning of words. Typing is much faster than writing on paper. If there is a need of reorganizing the sentence and paragraphs, one can cut and paste and make necessary changes. Thus, overall a computer allows the user to create documents, edit, and print and store them so that they can be retrieved later. Using computer, a user remain connected to the world through internet. The internet allows people from around the world to share knowledge, ideas, and experience in any field. Another application you can find in the internet is the email. This is a method of communication used globally and is provided with a system of creating, storing, and forwarding mails. It may consist of text messages with attachments of audio and visual clips. The user can also download and upload files using the internet. There are also facilities like online chatting available in the internet. In addition, it can read current news, check weather conditions, conduct transactions, and learn about specific countries and their culture, seek jobs, buy products via internet. It is also said that computer nowadays, are widely used for education and training purposes. In schools, computer education has been made compulsory to spend awareness about computer. That’s why computer become a learning tool for children. Computers are also used for training purposes. Many companies use them to train their staffs (Judy M Parr, Irene Fung, November 2000). Another article say that there are many benefits that computer can provide to a students. The following are the benefits computer provides: A. Students gain word processing skills when learning to write on the computer. B. Working on computers fosters collaboration between students and between student and teacher. C. Often leaders emerge who really enjoy computers and can help others. D. Computer time promotes problem solving skills.

Implications of labour market flexibility on Human Resource Management The WritePass Journal

Implications of labour market flexibility on Human Resource Management Introduction Implications of labour market flexibility on Human Resource Management ). To fully comprehend the impact of labour market flexibility on international human resource management, it is worthwhile to examine Atkinsons model which forms the basis of strategies that most companies use Atkinson’s model Atkinson’s model identifies four main flexibilities sought by companies: Functional: the functional ability describes the firm’s ability to match the skills of employees with tasks by dismantling the traditional rigidities between different occupational groups (Kalleberg 2001). This is mainly achieved through outsourcing and offshoring of services. External numerical flexibility this involves adjustment of the labour force from external market and is achieved through relaxed hiring and firing regulations and through temporary employment (Leighton 2003) Internal numerical flexibility this refers to the adjustment of schedules or working hours and comprise mainly of part-time jobs (Wilton 2013) Financial/wage flexibility this flexibility involves the wage differences and is done with the aim of ensuring that employment cost reflects the supply and demand of labour (Wilton 2013). It comprise mainly of individual performance wages, assessment based pay and rate-for- the job systems In Atkinson’s model, within the core group, are highly skilled workers with firm-specific capabilities. This group contains a unique resource and thus the focus of human resource managers is ensuring their retention. Workers in the first peripheral group are considered to posses skills which are not firm-specific and hence the firm may rely on external market to fill such posts (functional and numerical flexibility) (Wilton 2013). The second peripheral group comprise mainly of workers under atypical forms of employment, providing both the temporal and numerical flexibility. This model describes how companies respond to the increased need for flexibility. Implications of labour market flexibility on international human resource management A commonly held view is that Labour market flexibility is an essential ingredient for progress. It has been seen for a long time as unequivocally good, helping address the wide problems of unemployment (Rowley 2013). It is also seen as a key ingredient for growth especially under turbulent global economic conditions. According to some commentators, Labour market flexibilities have created a knowledge intensive economy where most of the workers get involved in knowledge intensive work and benefit from high wages attached to those jobs (Schuler Jackson 2005). Labour market flexibility is also seen to be of paramount importance, helping in the control of labour costs and satisfying demand for labour. Having just the right number of workers and hiring others at wages that reflect their differing productivity certainly reduces the labour costs associated with traditional approaches of staffing and training (Silvia 2010).   In addition, they enable the company to adjust to fluctuations in business demand and achieve greater efficiency which is made possible by matching of skills and tasks. In spite of these benefits, critics have argued that most of the benefits of flexible labour markets are short-run and have pointed out to the wider negative impacts on the human resource development. The perspective of a radical upskilling has been criticized by sceptics who argue that the growth of a knowledge economy is overstated and that a significant proportion of non-standard forms of employment are in fact low skilled and poorly paid menial jobs (Wilton 2013). These non-standard forms of employment are also a major source of income inequality, driving the wage gap. They have increased income inequality in many countries. However, it remains unclear as to the extent to which such inequality can be attributed to non-standard forms of work. For example, some economies such as Lithuania, Romania and Latvia have experienced an increase in income inequality despite a decline in atypical forms of work, indicating the possibility of other institutional factors coming into play (Rani 2008) A similar issue of concern relates to job security. As with atypical forms of work, job security is not guaranteed which results in reductions in job tenure and increase in workers mobility across different firms. Although employers may emphasize their role in ensuring employability of workers in terms of the skills that can be transferable across firms as opposed to offering them with job security; it poses the question: just how portable are skills learned on and off-the-job (Vaitilingham 2006 p.28). There is also a concern of the widening income inequality. Flexible working arrangements are seen to further widen the wage gap. However, there is mixed evidences with regard to the impact of labour market flexibilities on income inequality. Whereas studies by Blanchard Landlier (2002) and Giesecke Gross (2004) have argued that there is no upward mobility for atypical forms of employment; studies by Gregg wadsworth (1996) have found these labour market flexibilities as widening income inequality. Perhaps, an issue that has received much attention is the concern of declining employee and employer commitment. Flexible working arrangements such as outsourcing involve contracting out services by the management, which implies engaging labour without obligation (Hall 2013). In return, workers implicated in outsourcing tend to feel little obligation. It can therefore be made that firms that outsource their services runs the risk of reduced employee and employer commitment to human resource development strategies as well. There is a host of other issues of concern associated with non-standard employment such as low pay, lack of promotion, lack of employer pension scheme and even lack of sick pay provision (McGovern et al 2004). This can be seen in the UK and some other Europe countries. Similar patterns of problems have been observed by Kalleberg et al. (2003) in the US, indicating the potentially harmful effects of labour market flexibility on human resources. The national government dilemma of creating a flexible workforce. Labour market flexibility seems to have had tremendous impacts on in the business world. Whereas these atypical forms of unemployment may not be new, the tactics and strategies employed in some countries is. For instance, some labour patterns in Germany mirrors the zero hours contacts in UK (Wilton 2013). The implications of these labour market flexibilities in Human Resource Management and industrial relations are obvious, ranging from increased job insecurity to decreased employee commitment to skill loss and reduced employee loyalty trust However, there remains a dilemma with regard to creating a flexible workforce. Neo-liberal economists hold of the view that labour market flexibility plays an important role in economic progress and is key to overcoming the turbulent effects of economic instability (Wilton 2013). National governments are thus under pressure to minimize the regulation of business practices in response to the changing nature of the labour market. But at the same time, they must strike a balance between economic responsiveness and employee protection. This can be seen with the long battle over the rights for workers working under atypical forms of employment such as temporary contracts, a key characteristic of the labour market flexibility Conclusion Labour market flexibilities such as part time jobs, temporary contract, outsourcing, labour hire and contracting out have significant impacts on human resource development. To some degree, it can be seen that flexible labour markets may minimize labour costs associated with recruitment and staff training. Although such non-standard forms of employment have short-run cost benefits associated with declining employer funded training, the human resource sector will suffer in the long run in terms of reduced employee commitment, skill loss, and declining employee loyalty and trust. Flexible labour arrangements such as outsourcing need not to be viewed as simply a cost-cutting exercise. However, cost reduction continues to become a major motivation for most companies. There is also an imperative need to strike a balance between economic responsiveness and employee protection. Strategies need to be devised that take into consideration both the benefits of flexible working arrangements and its implications on human resources in terms of the job content, job security and loyalty of different groups of workers. References Anagnostopoulous, A., 2008. Labour market flexibility in Central Greece: findings from workplace employment relations survey. Chicago press Blanchard, O. and Landlier, A., 2002.   The perverse effects of partial labor market reform: fixed duration contracts in France. Economic Journal, 112, pp.214-244. Brodsky, m., 1994 labour market flexibility: a changing international perspective. Monthly Labour Review Conley, H., 2008. Work, employment and society: the nightmare of temporary work: a comment on Fevre, Sage publications, vol 22 European Societies, 6, 347-382. Flau, F. and Mittelstadt, A., 2010. Labour market flexibility. OECD Economics and Statistics Department Giesecke, J., Gross, M., 2004. External Labour Market Flexibility and Social Inequality. Gregg wadsworth, 1996. The UK labour market and the 2008-2009 recession. Centre for Economic Performance Hall, 2013. Outsourcing, contracting-out and labour hire: implications for human resource development in Australian organizations. [viewed on 26th November] Available from voced.edu.au/content/ngv21101 Heckley, G., 2005. offshoring and the labour market: the IT and call centre occupations considered. Office of National Statistics Hunter, L., McGregor, A., Maclnnes, J. and Sproull, A., 1993.The flexible firm: strategy and segmentation. British journal of Industrial Relations, vol. 31: 3 Kalleberg, A. L., 2003. ‘Flexible firms and labor market segmentation: Effects of workplace restructuring on jobs and workers’, Work and Occupations, 30(2): 154–75 Kalleberg, A.L., 2001. Organizing flexibility: the flexible firm in a new century. British Journal of Industrial   Relations, pp.479-504 Leighton, P., 2003 flexible labour markets, intermediation and the rise of the strategic individualist: challenges for law. Wales, UK. McGovern, P., Smeaton, D., and Hill, S., 2004. Bad jobs in Britain: non-standard employment and job quality, work and occupations, vol.31 (2), pp.225-249 Penn, R., Lilja, K. and Scattergood, H., 2013. Flexibility and unemployment patterns in the contemporary paper industry: a comparative analysis of mills in Britain and Finland. Industrial Relations Journal. Rani, U., 2008. Impacts of changing work patterns on income inequality. Discussion paper. International Institute for Labour Studies Rowley, C., 2013. Issues in employee resourcing: is all labour flexibility good? London: Cass Business School Schuler, R.S. and Jackson, S.E., 2005. A quarter-century review of human resource management in the US: the growth in importance of the international perspective. Management Review, vol. 16. (1) Silva, S.R., 2010. Human resource management, industrial relations and achieving management objectives. International Labour Organization. ACT publications Taylor, P and Bain, P., 2005. Work, employment and society: india calling to the far away towns: the call centre labour process and globalization. Work Employment Society, vol. 19 Vaitilingam, R., 2006. Human resources, the labour market and economic performance. Manpower. Center for Economic Performance Vicente-Lorente, J. D. and Suarez-Gonzalez, I. (2007). Ownership traits and downsizing behaviour: Evidence for the largest Spanish firms, 1990-1998. Organization Studies, 28: 1613-1638. Warhurst, C., Grugulis, I. and Keep, E. (eds), 2004. The Skills that Matter, Basingstoke: Palgrave Macmillan Wilton, N., 2013. An introduction to human resource management. Second edition. London: Sage publications

SEVIS - visa de estudiante F-1 y de intercambio J-1

SEVIS - visa de estudiante F-1 y de intercambio J-1    El SEVIS es un formulario que deben cubrir y pagar los extranjeros que desean estudiar en Estados Unidos (F-1, F-3 y M-1) y los que aplican a una visa de intercambio J-1. Quà © es el SEVIS Es un programa del gobierno americano que sirve para controlar las escuelas, universidades y programas de intercambio que acogen a extranjeros y tambià ©n a estos durante su estancia en Estados Unidos. Es un sistema basado en internet que da acceso a diferentes agencias gubernamentales para que puedan tener conocimiento al momento sobre cierta informacià ³n sobre los extranjeros en programas de estudio o de intercambio. A quià ©nes aplica A los estudiantes que van a realizar a estudios para estudiar inglà ©s, universitarios, de posgrado y vocacionales para lo cual precisan de una visa F-1, F-3 para estudiantes fronterizos, o una M-1.  Tambià ©n aplica a la gran mayorà ­a de solicitantes de visas de intercambio J-1. Si se quiere estudiar high school, conviene entender cules son todas las opciones de visa. Cunto se tiene que pagar y cà ³mo Las tarifas actuales son de $200 para los titulares de las visas tipo F y M. Los de las visas J abonarn $180 con excepcià ³n de au pairs o nià ±eras y los participantes en los programas de trabajar y viajar en verano o que viajan a Estados Unidos como monitores de campamento, ya que sà ³lo deben abonar $35. El pago puede hacerse por internet en una pgina oficial rellenando el formulario I-901, siendo necesario tener una tarjeta de crà ©dito con la que hacer el pago. Al momento se recibe el justificante de haber pagado y debe imprimirse. Tambià ©n puede pagarse mediante Western Union o cheque en dà ³lares, pero es necesario que sea de un banco en los Estados Unidos. Adems, hay que tener en cuenta que las personas admitidas en ms de un programa debern abonar la tarifa para cada uno de ellos. Quià ©nes no tienen que pagar el SEVIS Las personas con visas derivadas, esto es, con una F-2, M-2 o J-2. Son los familiares directos del titular de la visa que viajan con à ©l o ella a Estados Unidos. Adems, no estn obligados a pagar esta cuota los extranjeros que aplican por una visa J-1 cuando à ©sta forme parte de un programa gubernamental de educacià ³n o de intercambio. Si no se est seguro de si se est dentro de esta categorà ­a se puede verificar el formulario D-2019, donde pone nà ºmero de programa si à ©ste empieza con la letra y el nà ºmero G-1, G-2 o G-3 entonces no hay que pagar por el SEVIS. Por à ºltimo, tampoco debern hacer este pago las personas con un documento D-2019 (para los que tienen las visas J-1) o un I-20 (para los estudiantes) que fue emitido con anterioridad al primero de septiembre de 2004. Cundo se debe hacer el pago Una vez que se recibe el formulario I-20 (estudiantes) o el DS-2019 (extranjeros en un programa de intercambio) pero antes de solicitar la visa y, por supuesto, antes de acudir a la oficina consular o Embajada americana para la entrevista. De hecho, al acudir a las instalaciones americanas debe llevarse un justificante del pago. Posibles problemas a tener en cuenta Adems, el pago del SEVIS tienen una validez de 12 meses. Si por cualquier razà ³n la peticià ³n de visa es rechazada y se vuelve a aplicar en el plazo de un aà ±o, no habr que pagar de nuevo por tal concepto (de SEVIS, sà ­ habr que abonar de nuevo la cuota del visado). Por à ºltimo, si no se consigue la visa porque la aplicacià ³n es rechazada no se recuperar el dinero pagado por el SEVIS (ni tampoco por haber aplicado por el visado). Adems, para obtener una visa no inmigrante, como la de estudiante o intercambio, y tambià ©n para renovarla es necesario cumplir dos requisitos: ser elegible para la visa y ser admisible a Estados Unidos. Si no se cumplen, habr problemas. Incluso puede ser negado el ingreso a USA por el oficial del control migratorio, aà ºn cuando se tenga una visa vigente. Estas son 20 causas que pueden convertir a una persona en inelegible (son comunes a la visa de turista) y estas son 22 que convierten a un extranjero en inadmisible.   Si se obtiene la visa, es muy importante estar en todo momento en situacià ³n de estatus migratorio vlido. Para ello evitar situaciones que pueden parecer poco relevantes pero que, en realidad, tienen consecuencias migratorias muy graves, por ejemplo, la posesià ³n de marihuana (mariguana, cannabis). De interà ©s para estudiantes internacionales (visa F-1) Estudiar en Estados Unidos es caro, por lo que es importante intentar obtener becas, por ejemplo, estas  13 universidades de à ©lite con admisiones need-blind (becas con todo -o casi-pagado) becan a todo tipo de estudiantes que cumplen los requisitos, incluidos los extranjeros. Y precisamente porque es tan caro, los estudiantes procuran realizar sus estudios en buenas instituciones. Y para los curiosos, à ©stas son las que conforman la famosa  Ivy League. Adems, para estudiar en un college o universidad de EE.UU. es necesario convalidar los estudios en organizaciones reconocidas por dichas instituciones. Una vez que se obtiene el tà ­tulo es frecuente que deba obtenerse la apostilla de la Haya para homologar los estudios en el paà ­s de origen del estudiante. De interà ©s para personas con visa J-1 Hay muchos programas bajo el paraguas de las J-1. Una de las que despiertan mayor interà ©s es la de  mà ©dicos para estudiar la residencia en Estados Unidos, pero hay muchas ms. Finalmente, la visa  visa O-1  puede servir de opcià ³n a la J-1 en algunos casos para algunos programas. Es importante familiarizarse con las posibles opciones segà ºn el caso de cada persona. Testimonial Lee esta entrevista a Miguel Pà ©rez, primero estudiante becado universitario y ahora residente permanente. Entre otras cosas muestra de una manera clara cà ³mo es posible ir cambiando de programas, siempre legalmente y conservando el estatus migratorio.   Este es un artà ­culo informativo. No es asesorà ­a legal.

Individual project criminal Justice Essay Example | Topics and Well Written Essays - 750 words

Individual project criminal Justice - Essay Example Contact is established when an individual comes in contact with a member of law enforcement, generally the police. The individual is, by virtue of the legal construct embedded in the Constitution, presumed innocent of wrongdoing until evidence is given that removes all reasonable doubt as to guilt. Hence, certain conduct is forbidden, including searches of person or property without cause. Although exceptions apply, in general law enforcement must have probable cause to believe that a crime has been (or is being) committed, that the individual has evidence of that crime upon his or her person or property, and that such evidence will show the individual guilty of that crime. Oftentimes, this requires a warrant, sworn to by a member of law enforcement before a member of the judiciary. The next two steps, investigation and arrest, are noted as occasionally reversing places (i.e. an arrest is made and then the investigation occurs). The Columbia Electronic Encyclopedia (6th edition, 2003) defines the arrest as the "seizure and detention of a person, either to bring him before a court body or official, or to otherwise secure the administration of the law." Reasonable and justifiable force and restraint are permitted during the arrest; anyone taking such actions in a criminal matter may, however, be forced to defend said actions before the court. Investigation, on the other hand, is the determination and procurement of evidence, including formal identification of the suspect, the cautioning of the suspect prior to questioning as to the rights he or she maintains under law, and the documentation of all evidence and cause. Once complete, the results are released for trial of the accused. The trial phase, or bringing of evidence against one accused of a crime, can be further subdivided into multiple stages. In totality, however, it is the phase in which the accused is permitted to know the evidence collected against him or her, is allowed to cross-examine witnesses that testify against him or her, and is allowed to mount a personal defense against the crime. Depending upon locale, jurisdiction and inclination of the attorneys involved in the case, this presentation may or may not be made before a jury, although the right to trial by jury is available to the accused should he or she desire. Following the trial, the accused is either acquitted or convicted of the crime(s); if convicted, a judge pronounces sentence upon him or her. The accused has the right, in certain cases, to mount an appeal for judicial review, either of the sentence given or of the trial. Although most such appeals derive from procedural errors, some few come from the nature of the sentence imposed (i.e. capital punishment sentences are almost invariably remanded for appellate review). Evidence Evidence is the sum of the matters of fact that a party to a lawsuit offers to prove or disprove an issue in the case; in general, it may be either direct or circumstantial. If direct, it directly indicates the presence of the accused or the action committed; if circumstantial, it relates a portion of the circumstances in which the crime took place and indicates by its totality that the accused committed the crime. However, evidence can also be divided into seven types under the common law: 1) testimony, 2) documentary, 3) physical, 4) exculpatory, 5) scientific,

Philosophy on how you will teach students who have autism Essay

Philosophy on how you will teach students who have autism - Essay Example Teaching using visual aids is the most effective means of teaching autistic student. This is because students with this disorder are visual thinkers; they rely heavily on pictures to comprehend something. Pictographic and written cues assist these students learn and communicate (Arwood, Brown and Kaulitz 2009). The main advantage of using visual aids is that, an autistic student will be in a position to remember a he have the chance of making relationships and recall easily later unlike the oral teaching strategy. Furthermore, visual approach assists to combat attention failure by facilitating focus on the message. Teachers should use visual supports to teach autistic students how to: It is also imperative that a teacher understands autistic student motivators are different from normal students. This refers to the teaching method whereby there is the use of reinforces such as praise. This is because these students often develop an attachment to a single topic, object, Thus in order for the teacher to create learning interest he should clearly know these students preferences. In a scenario, whereby a student likes cars, then a teacher can for instance while teaching mathematics illustrate using cars. Teachers should objectively offer structured or predictable classroom environments. This environment should be structured to provide consistency and clarity. This will ensure that autistic students know exactly where things belong and what is required of them in a specific state, and can anticipate what comes next. Teachers should ensure that the personalized plan for a student with autism should fit well into the overall classroom timetable. Teachers should vary tasks to prevent boredom, and alternate-group, difficult- activities to reduce anxiety and possibly prevent some inappropriate behavior. In addition, incorporating physical activity and exercise at points throughout the day is